SocialDiversity

Top Message

Our company promotes diversity initiatives. In recent years, amid changing social conditions such as globalization and an aging population, diversity has become indispensable for meeting the increasingly varied needs of our customers. I believe that leveraging diverse talent and capabilities, free from constraints of gender, physical condition, nationality, or generation, and fostering a workplace environment where every employee can lead fulfilling social and personal lives, will further enhance our organizational strength. Adhering to the status quo will not enable corporate growth or development.

We are already working to create a workplace environment that exceeds legal requirements, including childcare leave, reduced working hours, and caregiving support, in order to promote women's advancement.

Going forward, we will expand these efforts into more fragmented diversity projects. This includes not only changing the mindset of management but also engaging all employees in diversity initiatives. In line with our management philosophy of “contributing to a rich human life” and “challenging the possibilities of the infinite future”, we recognize diversity as a priority initiative for our company. Our goal is to build the DAISUE brand through these efforts.

President and Representative Director Kazunori Murao

Achieved “Eruboshi” certification

In December 2024, we were granted the 2nd stage certification, (two stars) of “Eruboshi”.
Based on the Act on Promotion of Women's Participation and Advancement in the Workplace, the Minister of Health, Labor and Welfare grants companies that formulate and submit a business action plan and demonstrate outstanding implementation of initiatives to promote women's advancement upon the company's application.

Initiatives to promote the involvement of female employees

Launching of a diversity sub-committee
Setting up a diversity helpline
Interview female managers, female site workers, and employees with childcare-related short working hours, hold discussion meetings, and share information on these internally
Attend the Kensetsu Komachi Committee of the Japan Federation of Construction Contractors*
*Kensetsu Komachi is a series of initiatives to support the involvement of female skilled workers and engineers in the construction industry.
Formulating an action plan for promoting the involvement of female employees
Improving the workplace environment to make it more comfortable for female employees

Plan of action based on the Act on the Promotion of Women’s Active Engagement in Professional Life

Based on the Act on the Promotion of Women’s Active Engagement in Professional Life, we formulated an action plan for the period from April 2021 to March 2026, working to create an environment where our female employees can fully demonstrate their uniqueness and abilities while being a pleasant workplace for all employees, who can enjoy a work-life balance.

Target 1：Implement with the target of female workers making up 15% of the workforce

From April 2021～	We will strengthen our internships and ties with schools and suppliers to increase the percentage of female new graduates and experienced hires
From April 2021～	Continue to improve on making the working environment more inclusive for women to increase their length of employment
From April 2023～	Improving career development training

Target 2：We will continue to keep the average monthly overtime of workers to 40 hours or less (including overtime within prescribed working hours)

From April 2021～	Begin or continue to implement no overtime days at least once a week
From April 2021～	We publish information internally on the taking of the five encouraged paid leave days to raise awareness to improve the corporate culture of taking paid leave and increase awareness among all employees, including department managers.
From April 2021～	As a way of increasing awareness of initiatives to reduce the total working hours among employees and their respective managers, we publish information internally on employees with low overtime hours and employees with high overtime hours.
From April 2024～	As one of the objectives for ensuring the management and supervision of numerical targets across the organization and for each department, we will update information, such as in documents like the Overtime Management Table, once a week, and share it with the relevant managers

Public Disclosure of Information on Women's Participation in the Workforce (Corporate Disclosure Data)

①Provision of Career Opportunities for Women

Workers Percentage of Male and Female Workers Among All Hired
Fiscal Year	Total Number of hired	Female	Percentage of female	Male	Percentage of Male
FY2022	44	9	20.5%	35	79.5%
FY2023	53	8	15.1%	45	84.9%
FY2024	38	10	26.3%	28	73.7%

Percentage of female workers among all workers
Fiscal Year	Number of employees	Female	Percentage of female	Male	Percentage of Male
FY2022	578	76	13.1%	502	86.9%
FY2023	595	79	13.3%	516	86.7%
FY2024	597	84	14.1%	513	85.9%

【Number of Employee as of March 31 in Each Fiscal Year】

Difference in salary between male and female workers (ratio of female's wages to male's wages)
Classification	Difference in salary between male and female workers
All workers	77.7％
Full-time workers	77.4％
Part-time and contract workers	74.9%

【Publication Date: June 25, 2025 (Securities Report)】

②Creating an employment environment that supports balancing work and home life

Difference in average years of continuous service between male and female (regular employees)
Fiscal Year	Difference in average years of service between male and female
FY2024	3years

Taking Childcare Leave Rates by Gender
Fiscal Year	Childcare Leave Utilization Rate
FY2024	Male70.0％　/　Female100％

Taking Childcare Leave and Childcare-Purpose Leave Rates by Gender
Fiscal Year	Childcare Leave/ Taking Childcare-Purpose Leave Rate
FY2024	Male100％　/　Female100％

Average monthly overtime hours (non-statutory hours) for regular employees
*We publish the average overtime hours for regular employees excluding managerial staff.
Fiscal Year	Average Hours/Month
FY2022	24:20
FY2023	23:30
FY2024	18:53

【Average hours for the 12-month period from March 21 to March 20 of each fiscal year】

Employment of Persons with Disabilities

We are committed to creating a workplace environment where individuals with disabilities can thrive according to their abilities and characteristics, aiming to achieve diversity.

Fiscal Year	Employment Rate for Persons with Disabilities (Statutory Employment Rate)
FY2023	2.40％（2.3％）
FY2024	2.78％（2.5％）
FY2025	2.94％（2.5％）